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The principal focus of this study involved the changes in bureaucratic and professional orientations of beginning teachers as they encountered the formal organization of the public school during their first year of professional teaching experience. The basic assumptions underlying the research were that teachers will relate in a positive fashion to both the norms of the bureaucracy and the norms of the profession during their initial encounter with the school in a professional capacity and that they will assume a “mixed type” dual role orientation. Data were collected from prospective teachers during their student teaching experiences and again, near the conclusion of their first year of full‐time professional employment. Responses to the Bureaucartic Orientation Scale and the Professional Orientation Scale suggests that experience in the school organization for beginning teachers is related to increased bureaucratic orientation and decreased professional orientation.

This paper aims to investigate the moderation effect of customer orientation variable on the influence of professional competence toward the quality of strategy implementation.

This research is quantitative explanative associative, which is trying to explain the causality relationship between exogenous and endogenous variables. The research was conducted in the Shariah banking office in Central Java Province. The population of this research is all top and middle levels of Shariah Commercial Bank in Central Java region. The sampling technique used in this research is non-probability sampling, that is, purposive sampling, which is the method of determining the sample based on certain criteria and the research sample obtained is 113 respondents. The research approach used is quantitative with the analysis tool of Generalized Structure Component Analysis.

There is influence of professional competence variable and customer orientation on quality of implementation strategy. The higher the professional competence and customer orientation, the higher the quality of strategy implementation. It is also found that customer orientation moderates the influence of professional competence variables, which are quasi-moderating and reinforcing.

This research has two sources of problems, which are research gap and business phenomenon. Research on Drucker’s business purpose (1954) is realized when a firm identifies the relationship between strategic methods and its ability to generate profits. This research attempts to solve the problem or gap between market orientation and business performance, which has been widely researched by marketing experts, but still shows controversial results. In this research, the researcher takes the definition of Narver and Slater (1990) to examine market orientation because the mostly found empirical research on market orientation and innovation (Han, et.al. 1998; Subin and Workman, 2004; Ferrel and Luke, 2000) has used this conceptualization and its associated operations. Therefore, to compare and distinguish the results of this research with the results of previous research, this research uses the definition of Narver and Slater (1990). No previous study has comprehensively studied the moderating effects of customer orientation on the relation between profesional competence toward quality of strategy implementation, especially in a commercial bank in Central Java region.

Studies which hate examined relations between the organizational orientations of professionals, who work in bureaucracies, and measures of professionalism hate produced inconsistent and inconclusive findings. The results remain equivocal partly because restricted statistical techniques have been used and because studies have failed to differentiate between the structural and attitudinal components of professionalism. In the present study regression surface analysis was used to investigate relations between the bureaucratic orientations of 230 secondary school teachers and their professional attitudes at different levels of autonomy. The Jackknife technique was used to adjust the significance levels in the analysis. Bureaucratic orientations and autonomy had significant linear and curvilinear relations with attitude measures of ideal of service and dedication to teaching. Although the regression surfaces differed between female and male teachers, they showed that at each level of bureaucratic orientation increases in professional attitudes were associated with increases in the amount of autonomy allowed teachers. That is, bureaucratic orientations and the professional attitudes of teachers need not be in conflict if schools increase the autonomy allowed teachers.

The purpose of this study was to investigate the effect of three work‐value orientations — cosmopolitan, local and bureaucratic, on teachers' activities in the high‐school system. The research supported the notion that the bureaucratic orientation is not in conflict with the two other orientations and hence its effect on teachers' activities is not opposite to that of the local cosmopolitan orientation. Two hundred and sixty‐two high‐school teachers participated in the study. They answered mailed questionnaires which sought biographical data, measures of the three work value orientations and measures of five groups of school activities. Results indicated that teachers' activities are affected by their work‐value orientations. The bureaucratic orientation was not found to be in conflict with the two other orientations, but rather complementary to the local one in its effect on teachers' activity. The teachers who rated high in all three orientations were also the most involved in all five groups of school activities.

The aim of this paper is to report on the findings of a systematic literature review‐seeking to elicit existing evidence of the nature of organisational culture in community pharmacy organisations.

This review takes a novel approach to systematically identifying and synthesising the peer‐reviewed research literature pertaining to organisational culture in this setting, its antecedents and outcomes.

The review provides an overview of the scope of and research methods used in the identified literature, together with a narrative synthesis of its findings, framed within five dimensions of organisational culture: the professional‐business role dichotomy; workload, management style, social support and autonomy; professional culture; attitudes to change and innovation; and entrepreneurial orientation.

There is a need for more detailed and holistic exploration of organisational culture in community pharmacy, using a greater diversity of research methods and a greater focus on patient‐related outcomes.

This paper demonstrates that, whilst little research has explicitly investigated organisational culture in this context, there exists a range of evidence describing aspects of that culture, some of the environmental and organisational factors helping to shape it, and its impact on the pharmacy workforce, services delivered and business outcomes. It highlights the importance of the business‐professional role dichotomy in community pharmacy; the influence of individual pharmacists' characteristics and organisational setting; and the impact on pharmacists' wellbeing and job satisfaction and the services delivered. It provides less evidence of the impact of organisational culture on the quality and safety of service provision.

In a period of profound crisis for professions, this paper aims to develop knowledge about the role of proactive personality in the relationship between accountants’ occupational prestige and goal orientation.

The study draws upon the literature on professions and employs a multiple linear regression analysis to test the mediating role of proactive personality when accountants challenge external events threatening their profession. The study focuses on Italy, an area characterized by a high degree of precariousness where, over the past 30 years, accountants have been facing many threats undermining their occupational prestige.

The findings show that proactive accountants are more goal-oriented, unless they perceive that others consider their career to be prestigious. Therefore, the study demonstrates that occupational prestige – more volatile and subject to external forces– can shape proactive personality – usually internally determined and more stable – insofar a perceived low occupational prestige can be mediated by a proactive personality towards goal orientation.

The study has both academic and practical implications, showing that context-related factors are buffered by personal characteristics when professionals react to external events affecting their prestige.

The paper sheds lights on the critical issues of setting and achieving goals in uncertain situations, and enhances our understanding of the accounting profession, by identifying new reactions and behaviours based on personal factors as well as exogenous and contextual factors.

Understanding employees’ multi-dimensional motivations is at the core of realizing the potential of a well-designed human resource (HR) system. This study aims to investigate whether the effects of HR practices on employee motivations, and their performance would be dependent on the service orientation of HR department.

The authors collected data in two surveys: a pilot survey and a main survey with a two-wave design. The pilot survey with 93 respondents was to verify the newly developed HR service orientation scale. In the main survey, a total of 276 supervisor-subordinate pairs from 48 companies were valid for analysis.

The authors find support for their hypothesis that promotion-oriented motivation mediates the relationship between discretionary HR practices and employee outcomes [in-role performance and organizational citizenship behavior (OCB)]. Furthermore, the indirect effect of discretionary HR practices on employee outcomes is stronger when the HR service orientation is higher. Transactional HR practices, however, are not evidenced to relate to employee prevention-focused motivation and outcomes.

The findings illustrate a comprehensive process of HR practices on employees’ multi-dimensional motivations. High service skills of HR professionals in handling internal employees’ needs could amplify employees’ promotion-focused motives, which in turn increase their in-role performance and OCB.

In sum, the authors' study contributes to both human resource management (HRM) and employee motivation literature by demonstrating the different impacts of discretionary and transactional HR practices on employees’ motivations. In addition, by revealing HR service orientation as an important contingency factor, the authors shed greater light on when and how HR practices can motivate employees.

The purpose of this study is to investigate the effect of Chinese auditors' personal values (guanxi and ethical orientations) on their ethical reasoning (ethical judgments and behavioral intentions). In addition, this study aims to explore the joint effect of guanxi and ethical orientation on auditors' ethical reasoning.

This study is based on a field survey of 191 auditors working in Certified Public Accounting (CPA) firms that operate in the People's Republic of China (China).

The main findings indicate that guanxi and relativism orientations negatively associate with, while idealism orientation positively associates with, auditors' ethical judgments and behavioral intentions. However, when decomposing the overall ethical judgment into three judgment groups, the main effects of guanxi and ethical orientations on auditors' ethical judgments become marginal and those effects fully hold only when using acceptability as criteria to judge questionable behavior in the vignettes. In addition, the results of the joint effect of guanxi and ethical orientations indicate that guanxi orientation weakens both the positive effect of idealism and the negative effect of relativism orientations on auditors' ethical reasoning.

This study contributes the literature by investigating the ethical reasoning of auditors in a country with a relatively weak legal system that relies on guanxi (literally, interpersonal relationships and connections) culture to operate business. Furthermore, this study extends the literature by documenting the moderating effect of guanxi orientation on the relation between auditors' ethical orientation and their ethical reasoning.

This study aims to highlight the issues and concerns specific to information professionals (IPs) in academic libraries of Pakistan. It identifies the problems that academic libraries face in attracting and hiring competent IPs along with the strategies to be used to recruit and retain them in the dynamic environment of academia. Moreover, it provides a list of required skills that employers would look for while hiring IPs in academic settings.

Semi-structured interviews of 20 library leaders involved in hiring process were conducted from 16 public and private sector universities.

Findings identified interpersonal skills as the most desired followed by the subject knowledge and IT orientation while hiring IPs for the present and foreseeable future. Good salary package, conducive work environment with opportunities for learning and continuing professional development and speedy promotion were significant perceived factors to attract and retain the talented professionals in university library settings.

The study would be helpful for policymakers and administrators to hire and retain the IPs capable of developing user-centered services in academic libraries.

Practical suggestions made for hiring, retaining and developing IPs in academic libraries would be beneficial for other developing countries with similar context. It addressed an unexplored area in the context of a developing country and reported original research that will assist policy and decision-makers to hire and retain competent human resources.

The purpose of this paper is to apply concepts from organizational and social identity theories to theoretically consider different ways that professional service providers conceptualize their roles and deliver their knowledge.

The paper is a conceptual discussion to advance the understanding of professional service delivery, within the realm of service‐quality research.

The field has yet to provide a clear understanding of what professional service delivery actually looks like. The paper offers propositions examining the process by which professionals identify with membership in their profession and firms that in turn, influence their expert‐based self‐concepts, the images they form of their clients as recipients of their knowledge, and ways they create the service exchange. The paper also considers the impact of professional and organizational identification on the types of clientele professionals may develop.

The paper adds depth to the understanding of the complex process of expert‐based service delivery. The ideas presented in this paper have implications for research in service‐quality, specifically in understanding how and why professionals approach their client‐interactions.

The ideas presented in this paper would be useful to professional service firms interested in understanding the role their firm's identity plays in ways its professionals conduct their work and the types of clientele they wish to attract.

The paper contributes to the service quality literature through conceptualizing professional service delivery. It represents a step in acknowledging the role of professional delivery in influencing service outcomes and in developing the theoretical rationale as to why different approaches exist.